However, an employer does not have to provide an alternative test format for a person with an impaired skill if the purpose of the test is to measure that skill....
Search Results "Employment Testing"
-
2. Accommodation in testing
-
Some Examples of Alternative Test Formats and Accommodations
Some Examples of Alternative Test Formats and Accommodations: Substituting a written test for an oral test (or written instructions for oral instructions) for people with impaired...
-
6.3 Examinations and Inquiries Before Employment
6.3 Examinations and Inquiries Before Employment No Pre-Offer Medical Examination or Inquiry The ADA prohibits medical inquiries or medical examinations before making a conditional...
-
6.4 Post-Offer Examinations and Inquiries Permitted
6.4 Post-Offer Examinations and Inquiries Permitted The ADA recognizes that employers may need to conduct medical examinations to determine if an applicant can perform certain jobs effectively...
-
6.6 Employee Medical Examinations and Inquiries
Examinations and Inquiries The ADA's requirements concerning medical examinations and inquiries of employees are more stringent than those affecting applicants who are being evaluated for employment...
-
§1630.10 Qualification standards, tests, and other selection criteria.
[76 FR 17002, Mar. 25, 2011]
-
§1630.10(a) In general
It is unlawful for a covered entity to use qualification standards, employment tests or other selection criteria that screen out or tend to screen out an individual with a disability or...
-
Section 1630.10 Qualification Standards, Tests, and Other Selection Criteria
Section 1630.10 Qualification Standards, Tests, and Other Selection Criteria...
-
§1630.11 Administration of tests.
It is unlawful for a covered entity to fail to select and administer tests concerning employment in the most effective manner to ensure that, when a test is administered to a job applicant...
-
Section 1630.11 Administration of Tests
Thus, for example, it would be unlawful to administer a written employment test to an individual who has informed the employer, prior to the administration of the test, that he is disabled...
-
§1630.13(a) Pre-employment examination or inquiry
(a) Pre-employment examination or inquiry....
-
§1630.13(b) Examination or inquiry of employees
(b) Examination or inquiry of employees. Except as permitted by §1630.14, it is unlawful for a covered entity to require a medical examination of an employee or to make inquiries as...
-
12112(d) Medical Examinations and Inquiries
(d) Medical Examinations and Inquiries.--
-
12114(d) Drug Testing
(d) Drug Testing. --...
-
Section 1630.14(b) Employment Entrance Examination
Section 1630.14(b) Employment Entrance Examination An employer is permitted to require post-offer medical examinations before the employee actually starts working....
-
§1630.14(b) Employment entrance examination
(b) Employment entrance examination....
-
1630.10 Qualification standards, tests, and other selection criteria
1630.10 Qualification standards, tests, and other selection criteria....
-
1630.11 Administration of tests
1630.11 Administration of tests....
-
1630.13(a)
(a) Pre-employment examination or inquiry....
-
1630.13(b)
(b) Examination or inquiry of employees. Except as permitted by section 1630.14, it is unlawful for a covered entity to require a medical examination of an employee or to make...
-
1630.14(b)
(b) Employment entrance examination....
-
1630.14(c)
(c) Examination of employees. A covered entity may require a medical examination (and/or inquiry) of an employee that is job-related and consistent with business necessity. A covered...
-
1630.16(c)(1)
For purposes of this part, a test to determine the illegal use of drugs is not considered a medical examination....
-
§1630.16(c)(1) General policy
For purposes of this part, a test to determine the illegal use of drugs is not considered a medical examination....